Research on Employees’ Resistance to Organizational Changes – on the Merger related to Agency A of the Taipei City Government

• Main Authors: LI CHIU-KUAN, 李秋莞
• Other Authors: 徐純慧
• Format: Others
• Language: zh-TW
• Published: 2006
• Online Access: http://ndltd.ncl.edu.tw/handle/24871396678266875683

碩士 === 國立臺北大學 === 企業管理學系 === 94 === With the rapid change of the environment, organizational change is a repuisite for both public and private sectors to survive. Especially in the recent years, due to the fast development of information technology and emergence of Internet, the operating environment of an enterprises changes in an instant. In order to gain surviving advantages in a changing and competitive environment and further to secure a standing, an enterprise either expands its business scale by mergers and acquisitions, join a franchise so as to increase competitiveness, or find another way out. All this is done for the purpose of securing a standing, which further proves the necessity of organizational change for an enterprise. In addition to the innovation and change pursued by an enterprise in response to the change of the environment, governmental agencies also make adjustments in response to different political and economic changes so as to upgrade the national compositeness. However, in respect of the impact of organizational change on the employees of the public sectors of the government agencies or employees’ resistance to organizational change, among all the case studies, most or them are focused on privatization of state-run enterprises and seldom on the organization change of public sectors. Therefore, this research selects the integration of Agency A of Taipei City Government as a case study. By means of in-depth interviews and collection of information, analysis is made on the relationship between employees’ knowledge on organizational change and their resistance, the impact of employees’ resistance on the outcome of the organizational change, and the relationship between employees’ knowledge on loss and decrees of rights and interests and their resistance in case of organizational change. The research result shows that when there is organizational change, employees’ knowledge or organizational change will affect their resistance to organizational change; employees’ resistance to organizational change will affect the outcome of the organizational change; employees’ knowledge on the decrease and loss of their rights and interests in case of organizational change will also affect their resistance. Given this, this research suggests that the management level strengthen the communications with the employees for their participation and cooperation so as to help them fully understand the purpose of the organizational change and the impact on empolyees’ rights and interests in the hope of reducing employees’ resistance to the organizational change and attaining smooth and successful organizational change.